MULTICULTURALISM AND WORKFORCE DIVERSITY

PREPARED BYy JITENDRA SOKAL y CHAHANI SINGH RAO y SHAKTI SINGH KAVIA y BHARTI SONI y SHIVA SINGH y AMIT SURANA y AKANKSHA CHORDIA y PRASHANT CHAUDHARY

CONTENTy INTRODUCTION y PARAMETERS y MULTICULTURALISM IN INDIAN CONTEXT y BENEFITS y PROBLEMS y SOLUTIONS y WORKFORCE DIVERSITY y CONCLUSION

MULTICULTURALISM The term multiculturalism refers to a state of both cultural and ethnic diversity within the demographies of a particular social space. .

MULTICULTRALISM IN CONTEMPORARY WESTERN SOCIETIES 19 CENTURY y Sovereign state y Cultural unity y Language unity y Religion unity 20 CENTURY y Globalization y Social co-hesion y Integration y Assimalation .

and celebrations y Acceptance of traditional and religious dress in schools. holidays. television.POLICIES FOR ADOPTING DIFFERENT CULTURES y Recognition of multiple nationality y Government support for newspapers. and radio in minority languages y Support for minority festivals. the military. and society in general y Acceptance of traditional and religious dress in organisations and society in general .

PARAMETERS TO GAUGE MULTI-CULTURALISM DIMENSIONS OF DIVERSITY PRIMARY SECONDARY TERTIARY .

Primary dimensions Biological Geographical .

BIOLOGICAL DIMENSIONS  Age  Gender  Ethnicity  Sexual orientation  Race  Physical abilities/disabilities .

GEOGRAPHICAL DIMENSIONS ‡ Region ‡ Ethno linguistic region ‡ Demographic ‡ Community ‡ Immigration/citizenship status .

PSCHYO-SOCIAL/SECONDARY DIMENSIONS y Educational background y Income levels y Work experience y Marital/parental status y Religious beliefs y Spiritual y Value system and ethics y Historical influences .

TERTIARY DIMENSIONS Government Policies/political Factors Communication Society-traditionally dominant/weak Norms/legal factors .

BENEFITS OF MULTICULTURALISM y Resource Imperative y Business Development y Legal Requirement y Social Responsibility y Marketing Strategy y Business Communications Strategy .

Resource imperative Multicultural people come together Diversify talent pool .

Multigenerational people come together Exchange of ideas and experience Innovation Business development .

People From different culture Having different cultural values Enhance ability of marketing values and emotions Increase market sales Helps business grow .

People from various background Good image Grab the right people .

Laws and legislative mandates Equal opportunities for employment Good business sense .

PROBLEMS WITH MULTICULTURALISM .

Regressive : help to maintain backward cultures 3. such as ethnic lifestyle 4.1.Divisive : one can never be the part of total 2.Impractical : multicultural policies always not relevant .Symbolic : devoted to symbolic aspects of culture.

Difference in perception 6.Stereotyping .Attitude problem 7.5.Technology 8.

Language Problem 10.Variation in no. Of working days .Employee customer relationship 11.Unequal power conflicts (harassment) 12.9.

13GENDER DISCRIMINATION 14.AGE AND EXPERIENCE .

SOLUTION y BY TAKING EXAMPLE OF: INDIAN ARMY .

MULTICULTURALISM IN INDIAN COMPANIES .

HAMARA JATI VALA OR GAON VALA .REASON OF LIMITING MULTICULTURALISM IN INDIAN COMPANIES ‡ Caste System. ‡ Occupation are organized on the basis of caste .

Technical and Technological Companies often have a multicultural workforce . IT Companies.SCOPE OF MULTICULTRALISM IN INDIAN COMPANIES Knowledge based organization.

SCOPE CONT . A large no of mergers and acquisition are happening these times. A large no of student coming as interns in different Indian companies .

The benefit the nation would gain from such as initiative. . promoting. multiculturalism labor force would be in the long run something that one cannot imagine.

race .WHAT IS WORK FORCE DIVERSITY? y The concept that organizations are becoming more and more heterogeneous in terms of gender . sexual orientation. ethnicity . age . . and inclusion of other diverse groups.

Major workforce diversity categories y Gender y Race y National origin y Age y Disability y Domestic partners .

.Managing workforce diversity Well designed recruitment mechanism ‡ ‡Proper job/task analysis ‡ Detailed Recruitment Planning ‡ Continuous Performance analysis. ‡Performance appraisal ‡Help people work in cohesion to develop the best in class ideas.

DIVERSITY MANAGEMENT AT RELIANCE ENERGY LIMITED y Reliance Energy Management Institute (REMI) looks after the training of the managerial staff y V Technical Training Centre (VTTC) looks after the training of the technical staff y Managers can also have special training programs arranged if required by the employees. .

Problems Communication issues Culture differences Education levels Political factors .

religion culture and political boundaries. .Solutions  Training  Commitment  Accountability  Communication  Appraisal system Promote diversity of ideas and talent irrespective of sex.

loyal customers and trusted business partners from the communities that surround us? .INTROSPECTION y Are we accepting the uniqueness that our co-workers and guests bring into our places of business? y Are we giving equal opportunities to women.or minority-owned firms on vendor contracts for everything? y What are we doing to bring about the positive changes that will ensure a steady supply of qualified employees.

including laws and regulations. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.Conclusion y A diverse workforce is a reflection of a changing world and marketplace. . Most workplaces are made up of diverse cultures. Diverse work teams bring high value to organizations. so organizations need to learn how to adapt to be successful practices.

Thank you .

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